Mental Health Strategies for Resilient Organisations

Panelists: Urvashi Malhotra & Snigdha Mishra
Moderator: Ashwin Naik, Manah Wellness

The three conversations that managers are having today
• Salary cut
• Breaking the news of being laid off
• Sustaining the morale of the rest of the employees

Why this conversation is not an easy one and how to prepare
The emotions that the manager will feel will be extreme anxiety, guilt, fear about how the employee will react. Having to stand there, representing the organisation and delivering bad news is not an easy task. For this purpose one can:
• Acknowledge the discomfort-"I am feeling sad that I have to do this”
• Go past these feelings - simple breathing techniques are helpful
• Be as calm as possible before having the conversation so as to not stumble upon your own words

Having the conversation
• Practice compassion
• Connect at a human level
• Make eye contact
• Be mindful of the language and the tone
• Be direct with the communication
• Acknowledge the contributions of the employee  

What is it that organisations can do to build a safety net
First and foremost, the manager must understand the economic and mental health impacts and create a safe space by recognising the mental health needs
• Practice empathy
• The ability to spot when somebody is not feeling fine
• Training a few key people in the organisation in the HR team
• Employee assistance program (helpline) Culture of psychological safety
• Training PFA, emotional first aid
• Recognise issues
• Sustained support : counsellors on call
• General sensitisation
• Leadership to take ownership of their employees’ emotions

How do you communicate to employees when you know they can be infected, they are at risk?
If you are working alongside they will feel comfortable
• proof of concept - i am as exposed to this as you are
• you are there shoulder to shoulder
• communicating the support
• Taking strict measures
• Business does need to continue  

How do you deal with suicidal ideation in the work environment?
The moment you have info about some having suicide thoughts, confidentiality can be broke n and report to someone
• to family members
• psychologist , whoever is available
• you need immediate help and immediate assistance
• break it very sensitively to the family members also
• HR to follow through
• Keep a colleague as a buddy to keep a watchful eye

Concept of guilt or finger pointing at specific groups of employees - blaming HR and other roles that they are making me do this
• Dos and dont’s training
• If the HR team can support on what needs to be said, you will have a more uniform communication when you have that conversation
• Being mindful that you are the representative of the org
• Be the leader on behalf of the leadership